"As a new manager, you are about to embark on a challenging and rewarding journey that will shape your career. Whether you feel excited or a little overwhelmed, this article is here to provide you with essential tips and guidance to help you navigate the responsibilities and expectations that come with your new position. "
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New manager? Make a killer first impression with these tips! Starting a new job as a manager can be nerve-wracking, but with the right approach, you can set yourself up for success from day one. Don't let those first-day jitters hold you back. Check out our blog for practical tips on how to make a stellar first impression, build rapport with your team, and hit the ground running in your new role. https://lnkd.in/ggwSbB9w
What Should a New Manager do on the First Day?
strety.com
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Rohit Kumar Chemudupati takes next step as Business & Career Coach. Claims only worthwhile content is "opinionated content".
Have you ever had a manager who always knew what was best for you? Someone who acted like they were a parent to you and believed that everyone in the team was part of a family. Someone who showed their disappointment when you acted against their advice, whether you asked them for it or not. Someone who constantly asked you to trust them and liked to speak about the achievements they enabled for you. Someone who was quick to point out the issues in other teams and express surprise about issues in their own. Someone you grew attached to because you seemed to be getting the right gains at the moments when you were beginning to question the power dynamics. I think there is a term that young people use these days for someone who exhibits these traits in relationships. (If anyone knows, please write it in the comments.) A term, I believe, is equally apt for such managers. Being an adult is about taking your own decisions. And for most white-collar professionals, you are an adult long before you start working. There will always be someone trying to take advantage of you, to make a quick buck, or even playing a longer con. Trust yourself, trust your instincts, trust the decades of experience you have about people before you even started at your first job. It is okay to disappoint your parents. It is definitely okay to disappoint your manager. You are the only one who can do what's best for you!
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Payments Lead & Sales Engineer @ Bloomerang | P-Club | Experienced Selling SaaS: Payments, CRM, and Fundraising solutions | Software Sales, Management, Mentor, Jack of all trades
I've been really privileged over my first 7 years of my career to have only worked for great managers. Here's the top 3 sure signs that you are working for a great manager: 1. They know when to support and when to let you figure stuff out. I remember the first time I had a pretty big deal in front of me. My manager tip-toed the line between being supportive and letting me handle it, while also insisting on some support. He had me tap a teammate and bring them in, because they were more well suited for some of the in-depth conversations we would have. He didn't jump in and take over. He let me lead the way. But simultaneously, he knew the deal shouldn't be handled alone. 2. They don't tie your personal worth to your job performance. Performance is important, every manager will let you know that. But good managers don't let it effect how they treat you or how they support you. Some managers likely have it in the back of their mind: "This person's poor performance reflects poorly on me", which then in turn, hurts the relationship. A good manager will shoot straight with you - but will also do what they can to support you even when things aren't going so well. 3. They let you trial and error In sales, ministry, and nonprofits, I had the chance the try things and fail. That only made me better each time. If you're so concerned about your employees failing you, you should maybe take a step back and let 'em fail and use it as an opportunity to help them be better next time.
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Empowering Aspiring, New & Struggling Managers | 30+ Years in Corporate | Former VP at Fortune Top 50 | Expert in Team Leadership, Sales, & Customer Experience.
A forgotten or little-known truth, becoming a manager is a career change! Did you know this before taking on your first management role? If you didn’t then you are not alone. I’ve worked with several clients seeking to answer the question “Is management for me?”. Fred Smith, founder of FedEx once said, “A manager is not a person who can do the work better than his men; he is a person who can get his men to do the work better than he can.” This means a different set of skills are needed from those that got you promoted. Most of the time your ability to self-manage your technical skills, to deliver quality results against targets and deadlines is what gets you noticed and considered for promotion. However, once promoted, you realise that this new role requires you to motivate, direct, communicate and manage more stakeholders. At this time, you could feel a little lost and perhaps drained of energy, as management is not only driven by your technical skills but by your soft/people skills. These soft skills are often overlooked by organisations when supporting a new manager. Soft skills relate to how you work with others and include, but are not limited to: - Communication - Leadership - Teamwork - Problem solving According to a talent blog on LinkedIn, “The Most In-Demand Skills for 2024”, Adaptability is at the top of the list. As the world of work is changing faster now than ever before your ability and that of your team and organisation to be adaptable is crucial. How well are you doing at developing your soft skills?
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Consider the following before choosing who will be your next manager.
4 Things to Keep in Mind When Choosing a Manager
inc.com
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Multi-award winning Transformation Director Creating Breakthrough Adaptive Businesses, Workplaces and Highly Adaptive Change Teams Author Sense & Respond:Journey to Customer Purpose•Speaker: Organisational Adaptability.
The world has changed consderably, employees expectations have changed regarding what they expect and demand from managers. We are living in a world where employees and new managers have not developed the new skills needed to thrive in chaotic work environments, resulting in stress and apathy. The article below looks at at some of these issues, management and staff development now sadly lack the training and development to develop and master continuious change, new working methods, fostering new relationships between staff and management. We are letting people down unless traditional management development thinking is thrown out and replaced with a shift to adaptability, constant change and distributed leadership and critical thinking. Lee Cuthbert
Empowering Aspiring, New & Struggling Managers | 30+ Years in Corporate | Former VP at Fortune Top 50 | Expert in Team Leadership, Sales, & Customer Experience.
A forgotten or little-known truth, becoming a manager is a career change! Did you know this before taking on your first management role? If you didn’t then you are not alone. I’ve worked with several clients seeking to answer the question “Is management for me?”. Fred Smith, founder of FedEx once said, “A manager is not a person who can do the work better than his men; he is a person who can get his men to do the work better than he can.” This means a different set of skills are needed from those that got you promoted. Most of the time your ability to self-manage your technical skills, to deliver quality results against targets and deadlines is what gets you noticed and considered for promotion. However, once promoted, you realise that this new role requires you to motivate, direct, communicate and manage more stakeholders. At this time, you could feel a little lost and perhaps drained of energy, as management is not only driven by your technical skills but by your soft/people skills. These soft skills are often overlooked by organisations when supporting a new manager. Soft skills relate to how you work with others and include, but are not limited to: - Communication - Leadership - Teamwork - Problem solving According to a talent blog on LinkedIn, “The Most In-Demand Skills for 2024”, Adaptability is at the top of the list. As the world of work is changing faster now than ever before your ability and that of your team and organisation to be adaptable is crucial. How well are you doing at developing your soft skills?
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How do employees succeed in a certain role?🧐 It's a tough one! But my learnings so far have led me to conclude that three key factors must be in place: 💥 Willingness to Succeed (The reason why you get hired) 🧠 Skillset to Succeed (The reason why you get hired) 🛠 Setup that Allows You to Succeed (This can be tricky!) Willingness (or the eagerness to succeed) and skillset are highly influential factors that you, as an individual, control. However, the setup for success is very much dependent on your company and whether they manage to create the environment and tools that align with the performance goals that define success (and sometimes economics) in a given role. Let me give you an example. You get hired to be a Customer Success Manager, and your primary objective is to onboard new clients, maintain high retention in your existing portfolio, and grow the business through referrals. Your performance is based on your ability to continually find referral clients as a result of great customer relations and client results. However, if the setup around you (read: product failing, huge support load, bad fit customers, etc.) is not setting you up for success, then as a leader, you are most likely to lose this employee sooner rather than later. So, what is the point of this post? It is just me saying that as a leader, you have an extremely important task of ensuring that the way you structure performance and expectations of a role fits the environment and setup that the person encounters when taking on the role. ...at least if you want your employees to succeed - and for me, that is the best performance indicator for leaders 🤩 Tobias Seegert Kanpla
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Things I have learned in 30 years at 3M: #1 Never surprise your manager – even with good news – especially in public. It is your job to keep your manager well enough informed of your activities and the possible outcomes that news does not come as a surprise. I have surprised my manager several times in my career, and some managers handled it better than others, but it never went well. Early in my career, it was my goal to come up with new ideas and flesh them out before presenting my “accomplishment” to my manager. I could never understand why my idea was not accepted with open arms. My friend and mentor, Ray Johnston, took me aside and gave me this nugget and I have tried to follow it rigorously ever since. There are reasons this is my #1 rule. Making your manager’s job easier will almost always make your job easier. Your manager can’t have your back if they don’t know what is going on. Your manager can set you up for success (and therefore their own success), but only if they know what you are up to, what you are going to say in that presentation, where the skeletons are, and how you might answer the awkward question. Think about this also from the manager’s point of view. A surprise, even a good one, will always mean more work for them. They have to change plans, communicate with people, reallocate resources. And everyone does this better with some forethought rather than on the fly. And having to react to new information in public puts the manager at great risk. Keep your manager informed and your job will be smoother.
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Confidence & Accountability Coach | Supporting Millennials & Gen Z who are yearning for more Alignment and Fulfillment in their Career and Life | Podcast Host | Facilitator
A controversial take: Your manager may be impacting your experience at work more than you consciously think or know. I've had more than one conversation with my clients this week about their managers - micromanaging tasks or not replying to urgent messages promptly. The worst is when I hear managers are not advocating for well-deserved promotions or raises. When I speak to my clients, they tend to blame and criticize themselves - I work with a lot of high achieving individuals. We discuss the importance of uncovering new perspectives about our own self-worth, and how it's important have the hard conversations, like giving feedback to managers - especially new managers who may have not been given the proper training and who are looking to grow. So what is an individual to do? 🔭 Zoom out a bit - take a look at the situation from a lens that may be less emotional and personal so you can see what you're navigating from all angles ✍ Create some new perspectives - how can you advocate for yourself in this situation? - is this manager new to this situation and may not know how to navigate it? - what are the opportunities your manager can take if you're able to first be honest with them? 🔜 Take action - if you've tried the above and you're still not happy in your role, don't feel you're safe or properly compensated, or you're not experiencing the growth you want - it's time to have some tough conversations & move on. Know that you deserve the best. If you're resonating with any of this, let's have a chat!
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Tech Director | Enterprise Architect | Follow for insights on Leadership Development and Career Growth | Leadership & Career Mentor | Top 20 Linkedin Greece (by Favikon)
Want your manager to have your back? Focus on these 3 key areas: 1/ Good Work Performance Consistently delivering excellent work is crucial. Your reliability and quality of work will make people at the top notice you. And will make your manager’s job easier. But remember, good performance alone won’t get you to the top. 2/ Trust This is more than just doing your job well. It’s about your manager having confidence in you. They need to know you’ll: • Make sound decisions independently • Avoid unpleasant surprises • Help them look good • Deliver results Managers aren’t “shallow” or just worried only about their reputations, but no one likes to worry about being embarrassed. Trust is fundamental. 3/ Being Likable This isn’t about being best friends or that you are sucking up to them. It’s about being easy to work with: • disagree respectfully • avoid constant arguments • be open to following directions In one sentence, it's not painful when you are around When you excel in your work, are trustworthy, and easy to get along with, your manager will go out of their way to support you. They’ll fight for you out of self-interest, because you’re an asset to them and because you’ve built a personal connection. 📌 P.S. Which of these three areas is most often overlooked? 🔔 Follow Yiorgos Tzirtzilakis, I help you go from ‘surviving’ to ‘thriving’ at work.
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